企业薪酬体系设计研究Word文件下载.doc
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企业薪酬体系设计研究Word文件下载.doc
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LambertS
期刊:
EuropeanManagementJournal;
第2卷,第1期,p:
31-39,2016
原文:
Theresearchofenterprisescompensationsystemdesign
Abstract
Manyenterprisesinearlyinfancy,andisnotveryfocusonthecompensationsystemofenterprisemanagement,inthemeantime,businessownersandemployeestogether,tofocusonbusinessimprovement,andimproveenterpriseprofitabilityisbeneficialtostableaspectofthecompany,butfewforpersonalinterestsofthegainandloss.Withtheconstantdevelopmentofthecompany'
sbusiness,toenhancecorporateprofitability,injusticegraduallyincreasesoftheinternalemployeesaboutpay.Toanalyzethemaincauseofthisphenomenon,theresultisalevelofcompensationmanagementdidnotkeeppacewiththedevelopmentoftheenterprise,improveemployeeturnoverrateleadstogood,itwillseriouslyrestrictthehealthydevelopmentoftheenterprise.
Keywords:
Salarysystem;
Humanresources;
Analysis
1Introduction
Atpresent,theroleofhumanresourcesinenterpriseshasbeenraisedtotheheightofthestrategic.Insomeenterprisehumanresourcesmanagementdepartmentsaremadebytheoriginalauxiliaryfunctionaldepartments,tobecometheenterprisestrategicsectors.Buttheenterprisetodiscovertalents,cultivatingtalentsandtalenttotheenterprisetocreatevalue,butneedtohaveasetofscientificcompensationsystemtoprotect.Nowadayscompensationmanagementhasbecomethecorecontentofenterprisehumanresourcesmanagement,hasbeencloselyrelatedwiththeenterprisehumanresourcesdevelopmentstrategymanagementelements.Reasonableandeffectivecompensationsystemcannotonlyeffectivelystimulatestaff'
sworkenthusiasmandinitiative,alsocanattractandretaintalentedstafftostayintheenterprise.Thefocusofmodernenterprisemanagementemphasison"
people"
asthecenterofenterprisemanagement,enterprisetoestablishreasonableandeffectivecompensationsystemcanimprovethestaff'
sworkenthusiasmandfundamentallytoensurethattheenterprisehumanresourcesadvantage,andthenintoforeignenterprisescorecompetitiveness.Thisshowsthatthecompensationsystemisanimportantpartofenterprisedevelopment.Scientificandreasonablesalarysystemcanfullymobilizeenthusiasmandcreativityofemployees,improvetheoverallcompetitivenessofenterprises,andpromoteenterpriserapid,healthyandsustainabledevelopment.Researchanddiscussestheproblemsexistinginthecompensationsystemandfaults,atthesametimeusingthecompensationtheoryknowledge,combinedwiththecharacteristicsoftheenterprisemanagementandstrategicdevelopmentdirectionforimprovingscheme,andcompensationsystemoptimizationdesign.
2Literaturereview
Thestudyofcompensationmainlyfromthemacropointofview,focusonwhatdistribution,notinvolvedintheenterprisespecificcompensationproblemtobesolvedishowto,andmanagementistosolvetheproblemofcompensationfromtheAngleofthemicroinmanagement,researchoncompensationsystemoftheearliestcanbetracedbacktotherobotsciencemanagementtheory"
.Onthecontrary,lecompensationfromtheperspectiveofhumanresourcemanagementresearch,andthecompensationsystemdesignisdividedintofivesteps:
salarysurvey,jobevaluation,determinethecompensationlevel,levelpricingandtodeterminethefrequencyofpay.Intheabovefivesteps,jobevaluationandjobevaluationisanimportantworkincompensationsystemdesign,sotheresearchoncompensation,manyscholarshavefocusedonthejobevaluation,likegriffinHagenputsforwardthehierarchicalclassification,mindray,lotbasispointsmethodwasproposed,ArthurYangalignmentmethodwasproposed,thefundamental,putsforwardthefactorscomparisonmethodandsoon.However,asthechangeofTheTimes,thestudyofcompensationhasnotonlystayedontheattentiontoimprovetheproductionefficiencyofenterprises,butbeginningthestudyofcompensationonpromotingthedevelopmentofenterprises.So,inEdLawler,1971book"
compensationandenterprisedevelopment"
willpaylinkedwithenterprisedevelopmentareputforward.Inrecentyears,withthechangeofbusinessenvironment,onthebasisofpost,postandinternalbalanceoftheoldcompensationsystemcannotadapttothedevelopmentoftheenterpriseneeds.So,thenewcompensationsystemneedstoemphasizetheconnectionbetweentheemployeesandthecompany'
sperformance,toensurethatthecompensationofeachelement:
thebasepay,variablepayandindirectsalaryfortheperformanceoftheworkofenterprise.Inaddition,compensationoftheroleisalsofarmorethanjuststayinenhancestheenterprisetheproductyieldandqualityoftraditionalperformancefunction.Itcanalsobuildtheenterpriseculture,formingacommunityofinterestswithemployees,strengthencustomerservice,and
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- 关 键 词:
- 企业 薪酬 体系 设计 研究
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